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HUMAN RESOURCES COMMITTEE

Meeting of 18 April 2018


NOTICE There will be a meeting of the Human Resources Committee of North East Scotland College on Wednesday 18 April 2018 at 1400 hours in the Boardroom, G10, at Aberdeen City Campus.

AGENDA Agenda Item

Paper

01-18 Apologies for Absence 02-18 Declaration of any Potential Conflicts of Interest in relation to

any Agenda Items 03-18 Minute of Previous Meeting – 17 October 2017 X 04-18 Matters Arising from the Previous Meeting X

Matters for Discussion 05-18 Performance Reporting – Annual HR KPIs X 06-18 HR & OD Enhancement Plan AY2017-18 – Interim Review X 07-18 Presentation - New HR Strategy

Matters for Information 08-18 National Collective Bargaining Update X 09-18 Organisational Development Update X

10-18 Any Other Business

11-18 Summation of Business and Date of Next Meeting

Reserved Item of Business Matter for Information

12-18 Vice Principal Finance & Resources - Recruitment

13-18 Summation of Reserved Item of Business

Agenda Item 03-18


Draft Minutes of the meeting of the Human Resources Committee held on 17 October 2017 at 1500 hours in G10, Aberdeen City Campus.

Agenda Item

Present: Ann Bell – Vice Chair Josh Gall Ian Gossip John Henderson Martin Dear Robin McGregor Liz McIntyre Ken Milroy

In attendance: Doug Duthie, Regional Board Vice Chair Kimra Donnelly, Director of HR & Organisational Development Pauline May, Secretary to the Board Zoe Burn, Minute Secretary

Prior the commencement of business, the Regional Chair acknowledged the recent resignation of the Committee Chair, Ms Inglis. The Committee recorded its thanks for the significant contribution Ms Inglis made during her time as a Board Member and for the considerable support she provided to the College both pre and past-merger.

01-17Apologies: No apologies were presented.

02-17Declaration of any Potential Conflicts of Interest in relation to any Agenda Items There were no declarations of potential conflicts of interest.

03-17Minutes of Previous Meeting – 16 May 2017 The minutes were approved as a true and accurate record.

04-17Matters Arising from the Previous Meeting Members noted the matters arising report and no further matters were raised.

Matters for Decision

05-17

Committee Terms of Reference The Committee noted a paper providing information on a recent review of the Committee’s Terms of Reference. The Secretary to the Board explained the proposed amendments, and Members adopted the amended Terms of Reference as presented.

2

06-17

Programme of Business AY 2017-18 Members considered a paper detailing a proposed schedule of key items of Committee business throughout AY2017-18.

Members noted that the Programme would be added to as appropriate during the academic year, and it was agreed that no amendments were required to be made at this time.

In noting that the Committee will consider the College’s new HR strategy, it was confirmed that the document would include information on the outsourcing of key College services.

In response to a query from Mr Gossip, it was noted that the Committee would receive updates on voluntary severance at meetings if the College operates voluntary severance schemes in the future.

Matters for Discussion

07-17

Performance Reporting Members were advised of the proposed establishment of a new performance report to assist with the reporting and monitoring of key information and performance indicators.

Members supported the Report’s introduction, and requested that future Reports contain information on starters and leavers within a given period of time, average time taken to fill vacancies, information on skills shortages, measures relating to the monitoring of OD activity and trend data where possible.

It was also requested that the inclusion of sector and public sector benchmarking information be explored.

08-17

Committee Policies Members considered a paper providing information on the College polices for which it is responsible.

Members supported the Principal’s proposal that the Long Service Award Policy and the Time Off in Lieu Policy should no longer be reviewed and approved by the Committee. Members were advised that some of the Committee’s policies are likely to be overtaken by National Collective Bargaining in due course.

It was requested that information on the compliance requirements of policies be provided as appropriate to aid Members consideration of policies at future Committee meetings.

A planned review of all College policies and the process for their review and approval was noted.

09-17

Staff Wellness Survey – Results Analysis Members considered a paper providing information on the results of a Staff Wellness Survey, undertaken in February 2017.

Ms Donnelly summarised the information provided. The low response rate to the Survey was noted and Members were advised that consideration is being given as to how the College captures staff feedback and how this could be improved.

3

Members were also advised that some of the themes highlighted in the Survey feedback are already being addressed by the College.

10-17

HR & OD Enhancement Plan AY2017-18 Members considered a paper providing information on the development of the HR & OD Enhancement Plan for AY2017-18

Ms Donnelly highlighted the top 3 areas for development contained in the Plan.

In response to a query, Ms Donnelly confirmed that the implementation of the new HR & Payroll System will address issues identifies by past internal audits of Payroll.

It was agreed that the report of a follow-up audit of Payroll considered by the Audit & Risk Committee at its most recent meeting would be circulated to Members, and future internal audit reports liked to the Committee’s remit would also be circulated to Members.

Matters for Information

11-17

National Collective Bargaining Update The Committee noted a paper providing information on recent National Collective Bargaining developments and potential impacts of the implementation at NESCol.

Members were provided with further details relating to recent discussions regarding job matching in the sector and the impact this will have on NESCol incremental pay scales for teaching staff. The Principal advised that further clarity and guidance had been sought from central sources.

Mr Milroy provided a summary of the recent “lessons learned” exercise, advising that a further meeting was expected to be arranged shortly. Mr Milroy reported that a new Employers’ Association Chair had been appointed.

12-17

Employee Engagement Update Members noted a paper providing an update on a range of activities undertaken to improve levels of employee engagement within the College.

The Principal advised that in addition to the activities noted in the paper, she also meets with all new members of staff as part of their College induction.

The Committee were provided with information on the ‘All Staff Conference’ which will take place in January 2018, noting that invitations will be issued to all Board Members. The Principal advised that the Conference will be focused on improving the learner experience and learner outcomes, and will include workshops on the development of the College’s next Strategic Plan. The Principal also explained to the Committee the intended outcomes of the day.

13-17

HR & Payroll System The Committee noted a paper providing a progress update on the project for the new HR & Payroll System and its high level implementation plan.

Ms Donnelly confirmed that the Project was on track to achieve the milestones contained in the Plan.

4

14-17

Staff Qualifications Targets Members noted a paper providing information on the level of qualifications the College’s lecturing staff held as of 31 August 2017.

15-17

Summation of Business and Date of Next Meeting The Secretary gave a summation of the business conducted. The next meeting of the Human Resources Committee is scheduled to take place on 18 April 2018 at 1400 hours at the Aberdeen City Campus.

Reserved Item of Business – Matter for Discussion

16-17

Employee Handbooks

17-17Any Other Business There were no other items of business.

18-17Summation of Reserved Items of Business The Secretary gave a summation of the reserved business conducted.

Meeting ended 1620 hours

Agenda Item

Actions from Human Resources Committee 17/10/17

Responsibility Deadline

07-17

Further develop Performance Report to include additional information requested by Committee

K Donnelly 11 April 2018

10-17Circulate report on the follow-up internal audit of Payroll to Members

P May As soon as possible

12-17Issue invitations to ‘All Staff Conference’ to all Board Members

L McIntyre In due course

Signed:…………………………………………. Date: ……………………………………………

Agenda Item 04-18


An update on matters arising from the meeting of the Human Resources Committee held on Tuesday 17 October 2017.

Agenda Item

07-17

Action: Further develop Performance Report to include additional information requested by Committee.

Status: At the last meeting of the Committee, Members requested that future reports contain information on starters and leavers within a given period of time, average time taken to fill vacancies, measures relating to the monitoring of OD activity, and trend data. It was also agreed that information on skills shortages, and sector and public sector benchmarking information would be beneficial.

As noted in Agenda Item 06-18 work is continuing on the College’s new HR & Payroll System. Once this work has been completed and the System has been fully implemented a review will be undertaken to ascertain the availability of key data sets. The availability and use of benchmarking statistics will also be considered at this time.

10-17

Action: Circulate report on the follow-up internal audit of Payroll to Members.

Status: Complete – report circulated 17 October 2017.

12-17

Action: Issue invitations to ‘All Staff Conference’ to all Board Members.

Status: Complete – invitation to keynote speech issued 15 January 2018.

Agenda Item 05-18



Title: Performance Reporting – Annual HR KPIs

Author: Kimra Donnelly, Director of HR & OD

Contributor(s): Elaine Reid, Senior HR Business Partner, Alison Kerr HR Business Partner

Type of Agenda Item:

For Decision ☐

For Discussion ☐

For Information ☒

Reserved Item of Business ☐

Purpose: To provide the Committee with annual management statistics on staff turnover, absence, qualifications and the number of formal employee relation cases for January to December 2017.

Linked to Strategic Aim:

1 To create personal and business growth through learning

Linked to Annual Priority:

8 To develop staff engagement and skills in relation to digital practice and innovative learning, teaching and assessment strategies

Executive Summary: The attached management report (Appendix 1) highlights the following:

• Turnover fell from 15.4% in 2016 to 9.5% in 2017. The top three reasons forleaving the College were due to gaining new employment, voluntaryseverance and retirement.

• No one area within the College had a significantly higher turnover rate.Most schools and departments had 1 to 3 leavers during 2017. The onlydepartment with more than 3 leavers was Health Care with 5 leavers. Onfurther investigation nothing was identified that would lead to a higherturnover rate in this department. Of the 5 employees that left; 3 gainedpromoted employment, 1 gained employment that reduced their dailycommute and 1 left for health reasons.

• The absence rate for 2017 was 2.9%, this is down from 3.3% for 2016.Aberdeen and Altens campuses saw a reduction in days lost due to

absence. Fraserburgh had an increase of 231 days during 2017. It is difficult to identify a single cause for this increase as the length of and reason for the absences vary.

• Anxiety, stress and depression remains the top reason for number of days lost due to absence at the College. However, there has been a reduction from 838 days lost in 2016 to 566 days lost in 2017.

Recommendation: It is recommended that the Committee note the information provided.

Previous Committee Recommendation/Approval (if applicable):

Equality Impact Assessment:

Positive Impact ☐

Negative Impact ☐

No Impact ☒

Evidence: This report contains statistical information only.

Agenda Item 05-18 Appendix 1

Headcount and FTE (As at December 2017)

Staff category Headcount FTE Lecturing staff 291 265.6 Support staff (excluding Guidance tutors/Instructors)

238 212.8

Instructors 32 24.7 Guidance Tutors 10 9.7 Total 571 512.8

Please note: Faculty Managers moved from Lecturing terms and conditions to support staff terms and conditions on 31 October 2017.

Average Headcount and FTE for 2017

Staff category Headcount FTE Lecturing staff 297.4 271.3 Support staff (excluding Guidance tutors/Instructors)

232.5

205.7

Instructors 34.8 26.9 Guidance Tutors 11.3 10.6 Total 576.1 514.4

Please note: Faculty Managers moved from Lecturing terms and conditions to support staff terms and conditions on 31 October 2017.

Turnover

Staff category Turnover in 2017 Lecturing staff 9.4% Support staff (excluding Guidance tutors/Instructors)

9.0%

Instructors 11.5% Guidance Tutors 17.7% Total 9.5%

Vacancies The College had 54 vacancies in the period January – December 2017: Vacancy Aberdeen Fraserburgh Altens Other Total Teaching 17 3 4 4 28 Support 15 3 1 4 23 Manager/SMT 1 0 1 0 2 Post withdrawn/ on hold

0 1 0 0 1

Total 33 7 6 8 54 Appointments Of the 54 vacant posts in the period January-December 2017, 61 appointments were made. This is because some posts advertised for multiple staff and on some occasions multiple appointments were made to a post (e.g. Lecturer in Science - due to changes in business needs). Vacancy Number of appointments Teaching 34 Support 25 Manager/SMT 2 Total 61

Industrial Relation Cases

Type Number of Cases Closed 31 December 2017

Discipline 7 Grievance 0 TUPE 1 Redundancy 0 Non-Voluntary Dismissals 3 Total 11

Sickness Absence Campus Number of days

lost in 2016

(Average headcount in 2016 = 590)

Number of days lost in 2017 (Average

headcount in 2017 = 576.1)

Aberdeen 2334 2159 Fraserburgh 1505 1736 Altens 664 467 Total number of days lost to absence 4503 4362 Days lost as % of days available to work

3.3%

2.9%

Long-term absence, defined as an absence of 28 days or more, are: Reason (long-term absence) Number of working

days lost in 2016 Number of working

days lost in 2017 Anxiety/Stress/Depression/Other psychiatric illness

838 566

Benign and Malignant Tumours/Cancers

336 356

Nervous System Disorders - (exclude headache/migraine)

0 (No long term cases)

330

Ear, Nose, Throat (ENT) 61 222

Episodes of absence Reason Number of

absences in 2016 Number of

absences in 2017 Cold, Cough, Flu 172 162 Gastrointestinal Problems 178 158 Headache/Migraine 52 51

Overall Number of Working Days Lost for Top Three Reasons Reason Number of working

days lost in 2016 Number of working

days lost in 2017 Anxiety/Stress/Depression/Other psychiatric illness

970 664

Benign and Malignant Tumours/Cancers

287 408

Cold, Cough, Flu 395 372

Staff Qualification KPIs

Staff group and qualification 2016 - 17 Target

2016 – 17 Actual

Lecturers holding TQFE 85% 84% Lecturers holding an assessor award 85% 83% Lecturers holding a verifier award 70% 66% Instructors / VTAs holding an introductory teaching qualification

94% 73%

Instructors / VTAs holding an assessor award 85% 83% Guidance Tutors holding an appropriate post graduate guidance qualification

95% 77%

Agenda Item 06-18



Title: HR & OD Enhancement Plan AY2017-18 – Interim Review

Author: Kimra Donnelly, HR & OD Director

Contributor(s):


For Decision ☐

For Discussion ☐

For Information ☒


Purpose: To enable the Committee to consider, comment and monitor progress of the HR & OD Enhancement Plan for AY2017-18.


3 To achieve maximum impact from the available resources


9 To drive service improvement through implementation of the outcomes of the internal reviews

Executive Summary: From the HR & OD Self Evaluation AY2016-17, the service priorities for the AY2017-18 were identified and are set out in Appendix 1, Section 5: Enhancement Plan. This report provides an update on progress made in identified areas for development. The top three areas for development in HR & OD this academic year are:

1. Implement the HR & Payroll System – Providing a completely automated payroll, streamlined processes, relevant and reliable management information and a modern manager/employee self-service facility;

• To minimise risk and ensure accuracy as well as audit and legal compliance the payroll ‘go live’ date has been put back from 01 April 2018 to 01 July 2018. A revised timeline is attached as Appendix 2. The new system has been built and this additional time has enabled the team to undertake in depth user testing, focusing on processes unique to public sector employment. The HR & Payroll Team will undertake two parallel runs, one in May and one in June before going live in July. Testing to date has not identified and major issues or risks.

2. Review and Implement a Performance Review Process – Providing managers with a fit for purpose scheme that enables them to support the development of their employees.

• A new online performance review process called I-Con has been developed and implemented. I-Con is designed to facilitate ongoing, meaningful discussion between employees and line managers. Line mangers are required to undertake their first I-Con meetings with their employees by June 2018.

3. Implement a Leadership Programme – Providing development opportunities for the College’s leaders and managers to enable high performance, increased resilience and engaged employees.

• A scoping exercise has been completed and proposals are being drafted that will develop managers’ leadership skills, ensure compliance training as well as embed a management culture that is in line with the College’s Vision and Values. Priority for leadership development will be given to employees that will have new line management responsibilities as the result of internal reviews and restructures.

The implementation of the HR & Payroll System still remains the main priority for HR & OD over the next 9 months. The new System will have a direct impact on many other areas of the Enhancement Plan, in particular by providing reliable data that will enable HR & OD to develop an effective succession planning procedure. Recommendation: It is recommended that the Committee note the content of this report.

Previous Committee Recommendation/Approval (if applicable): None


Positive Impact ☒

Negative Impact ☐

No Impact ☐

Evidence: Enhancement of the services and information that HR & OD provide will enable the College to better support those employees with protected characteristics.


SECTION 5: ENHANCEMENT PLAN Guidance notes for section 6 Use the template provided to identify Areas for Development for the coming academic year. An Area for Development is identified from the following:

1. Activity to be undertaken to meet a College annual priority. Each year the College identifies priorities associated with the Strategic Plan Ambitions that drive forward action in the coming year.

2. To respond to an objective within one of the College’s supporting strategies associated with the Strategic Plan 2015-18. 3. To address an area for improvement from the self-evaluation exercise. 4. To re-establish a previous strength or as a new development. 5. To manage a corporate operational risk 6. To address an Equality Outcome

These are the six main types of developmental drivers for the College Enhancement Plan. They should be referenced within the Enhancement Plan using the reference from the source documents (the annual priorities, the Faculty’s self-evaluation, Areas for Improvement from the self-evaluation and the relevant college strategies). For example, an area for improvement from self-evaluation should be referenced back to the area for improvement (AI), an annual priority should be referenced back to the Corporate Plan ambitions and an objective should reference back to the associated college strategy. For each Area for Development you must:

1. Provide a numerical reference code 2. Briefly describe the area for development, 3. Describe the impact this will have and how it will be measured, 4. Describe each activity you will undertake to have the desired impact. State by when and who will be leading the work 5. Link it to a developmental driver

You are required to evaluate progress and update the plan in February and June. Two columns are provided in the table below for this purpose. You should give a brief update of progress and evaluate your progress using the RAG status. RAG Guidance February Colour the box green if the impact has been achieved or you are on target to achieve the desired impact. Colour the box amber if there is a chance you will not achieve the desired impact by June and colour the box red if you feel there is a significant likelihood of not achieving the desired impact by June. June Green achieved desired impact, Orange partially achieved desired impact, Red did not achieve the desired impact.

ENHANCEMENT PLAN Please reference each Developmental Driver using the following coding: Annual Priority – Reference to the codes within the Annual Priority Document (AP) Area for Improvement (from the self-evaluation) – Reference back to the self-evaluation (AI) above Objective (from a College Supporting Strategy) – See each strategy for reference code Re-establishing a previous strength or as a new development – Reference back to Education Scotland Quality How Good Is Our College? 2016 (HGIOC) Corporate Operational Risk – Reference back to the College Risk Register (R) Equality Outcome – Reference to the Equality Outcomes and Action Plan (E)

No. Area for Development (Developmental Driver)

Impact (The intended difference to be made)

Actions to be taken (Describe each activity you will undertake to have the desired impact)

By When & by Whom

Developmental Driver Code (e.g. AP1, AI1, E1, R1, FT1)

Update & Evaluation

Implement HR Payroll System Completely automated Payroll; streamlined HR and Payroll processes increasing capacity within HR&OD, relevant and reliable information for managers and a reliable self-service system for staff.

Create a project plan detailing a phased approach to implementing the new system ensuring a smooth transition.

31 March 2018 AP, AI March 2018 – The build of payroll system is complete and we are now testing it. We have delay the go live date for payroll to July 18 to ensure that all public sector requirements are working. We will begin working on HR build of the system 75% of this is covered by the payroll build) in April 18. We still on track to have the new

system going live by August 18.

Review & Implement Revised Performance Review Process: I-Con

HR&OD to provide managers with a fit for purpose scheme that enables them to support the development of their staff.

• Finalise proposals • Seek approval • Develop improved

online system for capturing information

• Train staff • Implement • Monitor.

January 2018 AP, AI. R Scheme design complete and implemented. Managers are now required to have their first I-Con meetings with their staff by June 2018

Review & Implement Revised Leadership Programme

Leaders will perform to a higher standard and have increased degree of resilience

Liaise with Leadership team to identify and create suitable opportunities for development.

Scoping the project completed by 30 November 2017 Proposals by December 2017

AI, R HR Strategy

Proposals drafted and being submitted to SMT 06/02/18. Meeting with CDN to help support programme arranged for 19/03/18.

To develop an effective succession planning procedure

Flexibly, responsive and resilient staff who can adapt to any changes in staffing promptly

• Design procedure • Consult and seek

approval • Implementation.

August 2018

AI 1.3 R 4.1 HR Strategy 3.1.3

No action to date.

Contribute to the Digital Upskilling Programme for Staff.

To support the skills analysis and training of staff in baseline digital skills

Provide appropriate skills analysis and training as required by the Digital Futures project.

August 2018 AP Digital Futures

OD are part of the Digital Futures Training work stream. Programme which is currently ongoing.

Improve Communication from the HR Team

The HR & OD team to provide consistent,

Implement the HR/Payroll system – providing accurate up

July 2018 AI,AP HR&OD are continuing to looking at ways to

professional and accurate advice/information to managers.

to date management information. Continued professional development of the HR & OD Team.

improve communication with staff through the use of COLIN. The new HR/ Payroll System will enable the HR & OD Team to provide accurate management information and communicate with staff and managers will become much more reliable and efficient.

Review the HR&OD Strategic Plan

An HR Strategic Plan that is aligned with the College Strategic Plan.

As directed by the development of the new Strategic Plan 2017-18.

April 2018 This will be drafted in line with the Colleges 2018—21 Strategic Plan.

Review occupational health provision and re-tender for the occupational health contract.

The HR&OD team to provide professional advice that enables managers to support their staff during a period of absence. Deliver heath promotions that meet the requirement of the College. To be cost effective

Undertake a review of the current provision and potential alternatives. Determine the provision required by the College Put the contract out for tender.

July 2018 AI A review of our current OH system is being undertaken along with an investigation into alternative models of delivery. The next step is to report to SMT in April.

To provide clear advice and process on structure reviews.

The HR&OD team to provide consistent, professional and accurate advice/information to managers

Support the outcome of internal reviews. Advise and support on IT restructure and TUPE Transfer.

July 2018 AI Currently supporting Reviews and IT TUPE transfer.

Review flexible working practices within the College.

Increased employee morale, engagement, and commitment to the College. Reduced absenteeism and tardiness. Increased ability to recruit outstanding employees.

Consult staff on what and how flexible working could work within the College. Introduce flexible working as appropriate.

January 2018 AI, E Draft Policy and Procedures have been drafted and consultation has started. Wider consultation required prior to the summer break. The target is to introduce flexible hours working by August 2018.

Provide guidance for curriculum staff to support and improve accessibility and attainment for learners with disabilities.

Improve the Colleges accessibility and attainment for learners with disabilities

Consult staff and draft guidance for AY2018-19.

August 2018 AP, E No action to date. This to commence block 2.

Review induction for new staff and how it interlinks with the College’s Probation Policy.

Provide essential information and tools for new staff ensuring that they are as effective as they can be.

Review existing induction process. Investigating the potential of creating an ‘on boarding site’ on COLIN for new employees, offering access to training and information before their

Proposals and processes agreed for May 2018 Implementation with new HR/Payroll system by August 2018.

AI HR Audit Outcome

Work has begun on developing an alternative model of induction for both lecturing and support staff. The target is to have this in place for the 18/19 academic year.

first day of employment. Investigating the potential of linking induction to the probation process through the new HR/Payroll system.


Critical Activities This represents the latest milestone plan for the ResourceLink implementation. This plan only considers the Payroll elements – HR automation & transformation can run in parallel, beyond payroll go-live. Testing Continues until w/e 27/04/2018 System Testing Ongoing testing of the system, reporting functionality, integration between the various modules. User Acceptance Testing UAT can continue to the end of April where time allows. Data Migration Work can begin w/c 16/04/2018 with live data load scheduled to begin 7/5/2018. Extract & transform as-of end April, 2018 The data migration workbooks can only be finalised once payroll for April is closed. Load NGA DM team does the heavy lifting with resolution for any errors or warnings provided by us. Parallel 1 Follows completion of live data migration and runs from 14/05/2018 until 8/6/2018 (4 weeks). Parallel 2 Follows on from parallel 1 and runs until 29/06/2018 (3 weeks). Go/No-Go Decision Due w/c 2/7/2018.

Start Mon 19/03/18

Finish Mon 02/07/18

26 Mar '18 09 Apr '18 23 Apr '18 07 May '18 21 May '18 04 Jun '18 18 Jun '18 02 Jul '18

Data Migration Mon 16/04/18 - Fri 11/05/18

Parallel Run - May Payroll Mon 14/05/18 - Fri 08/06/18

Parallel Run - June Payroll

Testing Mon 19/03/18 - Fri 27/04/18

Load to LIVE Mon 07/05/18 - Fri 11/05/18

Go/No-Go Decision Mon 02/07/18

April Payroll Closed Fri 27/04/18

May Payroll Closed Wed 30/05/18

June Payroll Closed Thu 28/06/18

Agenda Item 08-18



Title: National Collective Bargaining Update

Author: Liz McIntyre Contributor(s): Kimra Donnelly, Director of HR & OD


For Decision ☐

For Discussion ☐

For Information ☒


Purpose: To enable the Committee to be updated on the progress of National Collective Bargaining and to be informed on how developments impact on North East Scotland College.


3 To achieve maximum impact from the available resources


Executive Summary: Teaching Staff Appendix 1 to this paper is the National Joint Negotiating Committee (NJNC) Circular 01/108. This circular implements the November 2017 NJNC Agreement and sections of the May 2017 NJNC Agreement. The following terms and conditions for lecturing staff have been agreed by the NJNC: • 4 years’ salary conservation for teaching staff from 01 January 2018. The

College’s current position for all staff is 3 years conservation. • 62 fixed days leave for un-promoted teaching staff. This is an increase of two

days. Appendix 2 of this paper is the revised academic calendar for AY2018-19. This revised calendar contains some fundamental changes. The proposal is to have 2 weeks holiday in October and to extend the teaching year by a week in June. This enables us to accommodate the 62 days annual leave for lecturers and to retain two teaching blocks of 18 weeks each. This also brings the College more in line with schools in Aberdeen City and Aberdeenshire.

• Class contact for un-promoted lecturers has been changed to 23 hours plus 1(maximum 8 hours in any 12 consecutive teaching week period), with annualhours remaining at 860. This change will have little impact on NESCol as mostof our lecturers currently have a timetable with 23 hours class contact.

Disputed £100 Back Payment - Following the successful challenge by the EIS regarding the backdating of the previous pay deal, the College is waiting for implementation guidance from the Employers’ Association before making any payments. It is likely that the any payments made to teaching staff will also have to be paid to support staff.

Support Staff A detailed session with support staff trade unions over a 24-hour period has been scheduled for 25 and 26 April 2018. It is anticipated this session will be constructive and significant progress will be made on the outstanding issues listed below. The staff side has been advised that any matters discussed will be subject to ratification by the Employers’ Association and subject to SFC validation.

• Support Staff Core Terms and Conditions• Organisational Change – Employers’ response to trade union proposal• Transfer to Permanency – Employers’ response to trade union proposal• Living Wage Accreditation• Support Staff Pay and Conditions Submission 2018-19.

Upcoming Meetings • NJNC: Side Table (Lecturing) - 19 April 2018• NJNC: Side Table (Support) Residential – 25 & 26 April 2018• Employers’ Association – 14 May 2018

A further update on any emerging issues or developments will be provided at the Committee Meeting on 18 April 2018.




Positive Impact ☐

Negative Impact ☐

No Impact ☒

Evidence: Nationally agreed changes to terms and conditions are applied to all staff equally.

National Joint Negotiating Committee Circular 01/18 Implementation of November 2017 National Joint Negotiating Committee (NJNC) Agreement

This Circular is issued under the provisions of the NJNC and is binding on the signatories of theNational Recognitions and Procedures Agreement (NRPA).

This Circular implements the November 2017 NJNC Agreement and the sections of the May 2017NJNC Agreement not previously implemented through NJNC Circulars, recognising that whereelements of the November NJNC Agreement supersede elements of the May 2017 NJNCAgreement, the November 2017 NJNC Agreement will apply.

The November 2017 NJNC Agreement reached on Wednesday 29 November 2017, and ratified bythe Employers’ Association and the EIS FELA is as detailed below and the May 2017 NJNCAgreement is attached as Appendix 1:

November 2017 Agreement – Core Terms and Conditions

Salary ConservationWhere a member of staff is currently in receipt of existing local salaryconservation arrangements these will be retained.

Position from 1 January 2018 – 4 years conservation.

Annual Leave

Unpromoted Lecturers

62 days – fixed

No detriment for staff in post at 31 December 2017

Promoted Lecturers

Level 1 – 62 days – fixed

Level 2 – 60 days – up to 5 days can be taken flexibly, subject tooperational exigencies of the service

Level 3 – 55 days, the timing of which will be determined subject tooperational exigencies of the service.

No detriment for staff in post at 31 December 2017

Class Contact Unpromoted Lecturers

23 hours plus 1 (maximum 8 hours in any 12 consecutive teachingweek period), with annual hours of 860.

Class Contact Time: 23 hours (FTE)

• Teaching/Assessment.• Supervision of students• Tutorial Teaching/Support

Where appropriate and as directed by college management:

• Participating in agreed academic research• Additional curriculum development

Additional 1 hour Class Contact (FTE) up to a maximum of 8 hourswithin any 12 week consecutive teaching week period

Agenda Item 08-18Appendix1

• Cover in accordance with the above for sickness or other short term absence.

• Where appropriate, and as agreed with college management, coordination/lead of internal verification.

Weekly hours 23+1 and Annual hours of 860 (FTE) to be applied pro rata to part time staff. To be applied from 1st August 2018 No detriment for staff in post at 31 December 2017

Promoted Lecturers

Level 1 – Up to 17 hours per week Level 2 – Up to 12 hours per week. Level 3 – Up to 9 hours per week. This will be applied from 1 August 2018. Class Contact time will be based on the duties listed above for unpromoted staff, incorporating both the ’23 hours’ and the ‘additional 1 hour’. No detriment for staff in post at 31 December 2017

Transfer to Permanency 2 years – to be applied from 1 April 2019.

Notes: 1. Any voluntary contractual move to another post and/or employer means that existing local

arrangements would cease. Colleges will comply with all relevant employment legislation. 2. Anyone currently working in the sector on a temporary, fixed term or other non-permanent

contract will retain existing local arrangements on renewal of their existing contract or transfer to an equivalent permanent post. Where there is agreement within the college to amend an employee’s existing hours or otherwise amends an existing contract, existing local arrangements will be retained.

3. The whole Agreement is subject to ratification by both sides and the completion of an Equality Impact Assessment.

Implementation Details of the Agreement Salary Conservation From 1 January 2018, salary conservation will be applied on a four years’ cash conservation basis. Employees in this position will not receive any increase to the cash amount of the salary at the point of conservation and will move to the salary level of the new post or grade at the end of the four year period. If during the four year period, annual pay awards increase the salary of the ‘new’ or regraded post beyond that of the cash conserved value, the postholder will move out of cash conservation and onto the new salary grade. This agreement will apply to any new salary conservation arrangement which commences after 1 January 2018. Employees who are currently in receipt of salary conservation arrangements, as at 31 December 2017, will continue with the timescales contained in those existing contractual salary conservation arrangements. This applies to timescales which are both longer and shorter than the national agreement of four years.

For those promoted lecturers, whose posts have been matched to a level with a lower salary under the terms of Circular 02/17 or whose posts are matched to a level with a lower salary under the terms of Circular 04/17, the salary conservation conditions applicable under local arrangements in place at 1 April 2017 will apply. Annual Leave – Unpromoted Lecturing Staff 1. Subject to paragraph 3 below, unpromoted lecturing staff will have 62 days annual leave

entitlement. This is the new national position and will be applied from 1 January 2018. For those colleges which have a leave year commencing on a date other than 1 January and which are required to apply additional days during the transitional period from 1 January 2018 until the end of the annual leave year, a pro rata entitlement will require to be made for the appropriate part year period with the full amount being applied from the next college leave year.

2. The 62 days are inclusive of all scheduled college closure days and the timing of the leave will be determined according to local arrangements.

3. There will be no change in the annual leave entitlement for existing unpromoted lecturing staff

who are in post at 31 December 2017 and who are in receipt of an annual leave entitlement in excess of 62 days. The principle of ‘no detriment’ means that they will retain their existing level of leave and there will be no change to their current leave arrangements.

Annual Leave – Promoted Lecturing Staff 1. Subject to paragraph 8 below, promoted lecturing staff matched to Level 1 in accordance with

NJNC Circulars 02/17 and 04/17, will have 62 days annual leave entitlement. 2. Subject to paragraph 8 below, promoted lecturing staff matched to Level 2 in accordance with

NJNC Circulars 02/17 and 04/17, will have 60 days annual leave entitlement. 3. Subject to paragraph 8 below, promoted lecturing staff matched to Level 3 in accordance with

NJNC Circulars 02/17 and 04/17, will have 55 days annual leave entitlement.

4. The annual leave entitlements specified in paragraphs 1 to 3 above are the new national positions for promoted lecturer posts and will be applied from 1 January 2018.

5. For those colleges which have a leave year commencing on a date other than 1 January and

which are required to apply additional days during the transitional period from 1 January 2018 until the end of the annual leave year, a pro rata entitlement will require to be made for the appropriate part year period with the full amount being applied from the next college leave year.

6. All annual leave entitlements are inclusive of scheduled college closure days. 7. Level 1 promoted lecturer posts will have the timing of their annual leave determined according

to local arrangements and this will conform to the timing of annual leave for unpromoted lecturing staff as determined locally.

Level 2 promoted lecturer posts can take up to 5 days, out of the 60 days flexibly, subject to the operational exigencies of the service. Fixed days will be determined according to local arrangements.

Level 3 promoted lecturer posts will have the timing of the 55 days annual leave determined locally and according to the operational exigencies of the service.

8. There will be no change to annual leave for existing promoted lecturers who are in post at 31

December 2017 and who are in receipt of an annual leave entitlement in excess of the amount applicable to their matched level. The principle of ‘no detriment’ means that they will retain their existing level of leave and there will be no change to their current leave arrangements.

Class Contact Hours Unpromoted Lecturing Staff Class contact time for unpromoted lecturers will be a weekly maximum of 23 hours plus one additional hour (FTE). The ‘plus 1 hour’ element of this provision is subject to a maximum of 8 hours in any consecutive 12 week period. In addition, an annual maximum of 860 (FTE) contact hours will also apply. The weekly maximum number of class contact hours of 23 plus 1 (FTE) and the maximum annual hours of 860 (FTE) will be applied pro rata to part time staff. This national position for class contact time will be applied from 1 August 2018. In the interim period, local arrangements will continue to apply. There will be no detriment for staff in post as at 31 December 2017. This means that if an unpromoted lecturer was contracted to less than the national position at that time e.g. 22 hours, he or she will retain those class contact hours and arrangements. New unpromoted lecturers appointed between 1 January and 31 July 2018 to a new contract which extends beyond 1 August 2018, will be contracted on existing local class contact time with specific provision being made that the class contact hours will change to the new national position on 1 August 2018. This will apply in all colleges irrespective of the current level of class contact being either higher or lower than the national position. Unpromoted lecturers in these circumstances will be made aware of this position at an early stage in the recruitment process. The transitional arrangements referred to in the paragraph above will not apply to anyone working in the sector on a temporary, fixed term or other non-permanent contract on 31 December 2017 and whose contract is renewed or who is transferred to an equivalent permanent post after 1 January 2018 Class Contact Hours Promoted Lecturing Staff Class contact time for level 1 promoted lecturing staff will be up to 17 hours per week (FTE), for level 2 promoted lecturing staff up to 12 hours per week (FTE) and for level 3 promoted staff up to 9 hours per week (FTE). The time periods specified for each level of promoted lecturer will be applied pro rata to part time staff. This national position for class contact time for all levels of promoted lecturer posts will be applied from 1 August 2018. In the interim period, local arrangements will continue to apply. There will be no detriment for staff in post as at 31 December 2017. This means that a promoted lecturer who was contracted to less than the national position for his or her matched level at that time, will retain those class contact hours and arrangements. New promoted lecturers appointed between 1 January and 31 July 2018 to a new contract which extends beyond 1 August 2018, will be contracted on existing local class contact time, with specific provision being made that the class contact hours will change to the new national position on 1 August 2018. This will apply in all colleges irrespective of the current level of class contact being either higher or lower than the national position. Promoted lecturers in these circumstances will be made aware of this position at an early stage in the recruitment process. The transitional arrangements referred to in the paragraph above will not apply to anyone working in the sector on a temporary, fixed term or other non-permanent contract on 31 December 2017 and whose contract is renewed or who is transferred to an equivalent post after 1 January 2018. Class Contact Definition. The 23 hours (FTE) of class contact will be for: • Teaching/assessment • Supervision of students • Tutorial teaching/support

Where appropriate and as directed by college management:

• Participating in agreed academic research • Additional curriculum development The additional 1 hour class contact (FTE) will be up to a maximum of 8 hours within any 12 week consecutive teaching week period (FTE). This will be for: • Cover for sickness or other short term absence; • Where appropriate and as agreed with college management, the coordination/lead of internal

verification.

This national definition of ‘class contact’ which will apply to all lecturing staff will apply from 1 August 2018. In the interim period, local arrangements will continue to apply. The elements of the definition should be self-explanatory. It can be seen from the definition that covering classes for sickness or other short term absence would form part of the definition of the additional plus one hour. Class contact is subject to the stated upper maximum according to whether you are an unpromoted or promoted lecturer. The definition of the ‘plus one hour’ is also subject to a maximum of 8 hours in any 12 week consecutive period (pro rata). The weekly maximum therefore includes all cover. For the avoidance of doubt, the ‘coordination/lead of internal verification’ where it is referred to in terms of the additional 1 hour does not refer to what would be considered normal participation in internal verification. Any issues of local difference of interpretation which cannot be resolved at college level should be referred to the Joint Secretaries. Transfer to Permanency Lecturers working in the sector on a temporary, fixed term or other non-permanent contract and who have completed 2 years continuous service by 1 April 2019 will move to a permanent contract. This will be applied to all such temporary employees with continuous service on a rolling basis thereafter. Such temporary employees in post at 31 December 2017 will have the principles of ‘no detriment’ applied. Further guidance will be issued prior to 1 April 2019 on the methodology to be applied in the transfer to permanence process. In the interim, local arrangements should continue to apply. If the application of existing statutory provisions or local arrangements would entitle a lecturer to permanence before 1st April 2019, then those provisions or arrangements will continue to apply and the transfer to permanency will take place in accordance with those provisions or arrangements. Footnotes to the Agreement All of the above sections must be read in conjunction with the agreed footnotes to the agreement. It should be noted that, colleges must comply with statutory provisions including all relevant employment legislation.

If any clarification is sought, this should be directed to the Joint Secretaries, [email protected] and [email protected]. A joint response will be provided to all points of clarification.

NJNC Joint Secretaries

Anne Keenan John Gribben

mailto:[email protected]

mailto:[email protected]

Appendix 1

NJNC Agreement – Friday 19th May 2017 The undernoted are agreed by both sides of the NJNC Side Table Lecturers, subject to reporting and ratification by their respective constituencies. Both sides agree to recommend acceptance of this Agreement to their respective constituencies. The EIS agrees to immediately suspend the current industrial action relating to the March 2016 NJNC Agreement. The Management side agrees to immediately implement the pay elements of section 5 of the March 2016 NJNC Agreement. This NJNC Agreement gives effect to all NJNC agreements in principle on pay migration and harmonisation as agreed at the NJNC meeting on 15 December 2016. This NJNC Agreement further gives effect to all NJNC agreements in principle on terms and conditions as agreed at the NJNC meeting on 16 March 2017. Agreed changes to Terms and Conditions will take effect from 1 August 2017. Both sides acknowledge that some elements remain to be jointly finalised, however, these elements do not affect the implementation of this Agreement as set out above. This will be completed by 1 June 2017.

Terms and Conditions Staff in post at 31 July 2017

New Employees from 1 August 2017

Salary Conservation*

Where a member of staff is currently in receipt of existing local salary conservation arrangements these will be retained.

To be agreed Management position – 3 years cash conservation EIS position – 6 years cash conservation

Annual Leave

Unpromoted Lecturers*

Retain existing local terms. (No Detriment)

To be agreed Management position - 60 days per annum EIS position – 63 days per annum

Promoted Lecturers*

Retain existing local terms. (No Detriment)

To be agreed: Management position:

• Level 1 - 60 days per annum. • Level 2 - 55 days per annum. • Level 3 - 50 days per annum. EIS position – no differential (63 days)

Class Contact

Unpromoted Lecturers

Retain existing local terms (no detriment) OR migrate to 23 hours plus 1 hours (maximum of 8 hours within any 12 consecutive teaching week period), with annual hours of 860, from 1 August 2017

23 hours plus 1 hours (maximum of 8 hours within any 12 consecutive teaching week period), with annual hours of 860

Promoted Lecturers

• Level 2 - Up to 12 hours per week. • Level 3 - Up to 9 hours per week. (Note – from 1 August 2017 or date of appointment through matching process if differs)

To be agreed Management position:

• Level 1 - Up to 18 hours per week. EIS position:

• Level 1 - Up to 15 hours per week.

Note: * Any voluntary contractual move to (another post) and or college/employer means that existing

local arrangements would cease. [wording to be agreed]


Academic Calendar 2018/19

Staff Holidays

Date or week commencing

All dates inclusive Notes

Wednesday 01 August 2018 Start of Academic year 2018-19 Monday 13 August 2018 Start of College session 2018-19 Teaching staff return from holiday

Thursday 16 Aug 2018 FT students induction during these weeks

Monday 20 August 2018

Monday 27 August 2018 Block 1 Week 1 Monday 3 September 2018 Block 1 Week 2 Monday 10 September 2018 Block 1 Week 3 Monday 17 September 2018 Block 1 Week 4 Monday 24 September 2018 Block 1 Week 5 Monday 01 October 2018 Block 1 Week 6 Monday 08 October 2018 Block 1 Week 7 5 Monday 15 October 2018 October holiday October break Mon 15 to Fri 26

October 2018 5 Monday 22 October 2018 October holiday October break Mon 15 to Fri 26

October 2018 Monday 29 October 2018 Block 1 Week 8 Monday 05 November 2018 Block 1 Week 9 Monday 12 November 2018 Block 1 Week 10 Monday 19 November 2018 Block 1 Week 11 Monday 26 November 2018 Block 1 Week 12 Monday 03 December 2018 Block 1 Week 13 Monday 10 December 2018 Block 1 Week 14 Monday 17 December 2018 Block 1 Week 15 5 Monday 24 December 2018 Christmas holiday Christmas break – Mon 24 Dec

2018 – Fri 04 Jan 2019 5 Monday 31 December 2018 Christmas holiday Christmas break – Mon 24 Dec

2018 – Fri 04 Jan 2019 Monday 07 January 2019 Block 1 Week 16 Monday 14 January 2019 Block 1 Week 17 Monday 21 January 2019 Block 1 Week 18 1 Monday 28 January 2019 Resulting week Mid-term break - Fri 1 Feb.

Professional development days (2)

Monday 04 February 2019 Block 2 Week 1 Monday 11 February 2019 Block 2 Week 2 Monday 18 February 2019 Block 2 Week 3 Monday 25 February 2019 Block 2 Week 4 Monday 04 March 2019 Block 2 Week 5 Monday 11 March 2019 Block 2 Week 6 Monday 18 March 2019 Block 2 Week 7 Monday 25 March 2019 Block 2 Week 8 5 Monday 01 April 2019 Easter holiday Easter break – Mon 01 Apr – Fri 12

Apr 2019 5 Monday 08 April 2019 Easter holiday Easter break – Mon 01 Apr – Fri 12

Apr 2019 Monday 15 April 2019 Block 2 Week 9 Monday 22 April 2019 Block 2 Week 10 Monday 29 April 2019 Block 2 Week 11 1 Monday 06 May 2019 Block 2 Week 12 May Day holiday - 06 May 2019 Monday 13 May 2019 Block 2 Week 13 Monday 20 May 2019 Block 2 Week 14

Monday 27 May 2019 Block 2 Week 15 Monday 03 June 2019 Block 2 Week 16 Monday 10 June 2019 Block 2 Week 17 Monday 17 June 2019 Block 2 Week 18 Monday 24 June 2019 Resulting week Professional development day

Tue 25 June 30 Monday 01 July 2019 Summer holiday Summer break – Mon 01 Jul – Fri

09 Aug 2019 Wednesday 31 July 2019

Official end-date for Academic Year 2018-19

Thursday 01 August 2019 Official start-date for Academic Year 2019-20

Monday 12 August 2019 Start of College session 2019-20 Teaching staff return from holiday Mon 12 Aug 2019. Professional development day Tue 13 Aug 2019

Agenda Item 09-18



Title: Organisational Development Update

Author: Kimra Donnelly, Director of HR & OD

Contributor(s): Susan Webster, HR Manager (OD)


For Decision ☐

For Discussion ☐

For Information ☒


Purpose: To provide the Committee with information on Organisational Development activities undertaken to date in AY2017-18.


1 To create personal and business growth through learning


7 To introduce a revised staff performance management system

8 To develop staff engagement and skills in relation to digital practice and innovative learning, teaching and assessment strategies.

Executive Summary: The attached management report (Appendix 1) provides information on the following:

• Staff qualifications data recently published by the SFC.

• The introduction of the College’s new Performance Review System – iCON. • Staff training, including induction and compliance. • The holding of the College’s first All Staff Conference.




Positive Impact ☐

Negative Impact ☐

No Impact ☐

Evidence:


Update on Organisational Development Activity as at 30 March 2018

Staff Qualifications

Teaching Qualifications

Figures on the number of teaching staff with a teaching qualification in Scotland’s Colleges were released by the Scottish Funding Council (SFC) on 27 March 2018. These figures are illustrated in the Table A below:

Table A: Headcount of staff by teaching qualification and mode of employment (2016-2017)

Permanent Temporary FT PT FT PT TQFE or equivalent 2,817 1,489 21 409 TQ not equivalent to TQFE 383 331 20 267 Formal qualification but no TQ 321 340 35 392 No formal Qualification 80 84 8 264 Totals 3,601 2,244 84 1,332 % TQ 88.86% 81.11% 48.81% 50.80%

Total percentage with a teaching qualification 79%

It is not wholly clear from the SFC report whether the above figures relate to lecturers only or include all teaching staff. However, working on the assumption that they include all teaching staff the comparative data from NESCol can be seen in Table B below:

Table B: Headcount of NESCol teaching staff by teaching qualification and mode of employment (2016-2017)

Permanent Temporary FT PT FT PT TQFE or equivalent 203 62 2 0 TQ not equivalent to TQFE 32 22 0 0 Formal qualification but no TQ 16 8 0 0 No formal Qualification 1 0 0 0 Totals 252 92 2 0 % TQ 93.25% 91.30% 100.00% 0.00%

Total percentage with a teaching qualification 93%

For clarification, qualifications regarded as equivalent to TQFE include, for example primary and secondary teaching qualifications. TQ not equivalent to TQFE include, for example assessor and verifier awards and PDAs.

NESCol has invested heavily in staff qualifications. All employed lecturers are expected to achieve TQFE within a given timeframe. In addition the College has historically put all teaching staff through assessor and where appropriate verifier

awards. This investment has clearly led to us being in a very favourable position in relation to national staffing data.

It must be noted that NESCol uses agency staff (Protocol) to fill the majority of temporary teaching posts. Protocol staff are not included in the above data, and it is very likely that due to the transitory nature of staff undertaking Protocol contracts a large number of them will not hold a recognised teaching qualification. However, if we focus on the comparative data for permanent teaching staff then we are still performing very favourably.

This academic year, we currently have 13 lecturers undertaking TQFE, 17 lecturers (including 2 Protocol lecturers) undertaking assessor awards and 15 lecturers undertaking verifier awards. The majority of these are expected to achieve their awards in the summer and this will elevate our figures further.

This academic year we have 10 employed Guidance Tutors. Of these 8 currently hold a recognised Guidance Qualification and 2 are currently working towards their Post Graduate Certificate.

iCon (Performance Review)

Following a period of consultation and design work, the new Performance Review System – iCon - was launched in February 2018. The new system is designed to be more flexible than the previous one with line managers able to plan meetings around their own work schedules and agree objectives which are specific to individuals. The system is designed to encourage managers to have meaningful conversations with their staff and provide clear direction and feedback. The online forms are straightforward to use and also allow far more flexibility than the previous forms. In addition the option of a “comments” form means that both managers and staff can update their record on an ongoing basis so that information is not lost.

96% of managers have been trained in the use of the new system. In addition all trained managers were provided with training materials allowing them to train their own staff in readiness for their iCon meetings. All staff are expected to have had their first iCon meeting with their manager by the end of June 2018.

Early feedback from managers has been extremely positive. The next phase in the implementation of iCon will be to create a monitoring platform to allow Organisational Development to track activity. At a later stage we will contact both staff and line managers to carry out a formal evaluation.

Induction Training

Induction training has been provided for approximately 45 new and promoted staff. Training ran over three induction programmes commencing on August 2017; November 2017 and February 2018. Staff joining the College in between programmes join sessions of the previous programme which are running and then join any outstanding training with the following programme.

As part of the induction programme, teaching staff undertake the College Development Network module “Teaching in Colleges Today”. 31 Lecturers have commenced this award this year with 19 having fully completed by 30 March 2018.

Induction for College employed staff is currently being reviewed with the view to implementing a refreshed induction programme in AY2018-19. Further information to follow in due course.

We have taken steps to improve induction for Protocol Staff this academic year and have run 5 New to Further Education Classes which were completed by 41 Protocol Lecturers. A number of these have proceeded to work towards the Teaching in Colleges Today Award.

Compliance Training

At the end of the last academic year records indicated that there were a large number of staff who had not completed essential compliance training in, for example, Safeguarding and Equality & Diversity. Additional licences were purchased to allow staff to complete online modules and were made available to staff. 110 staff were enrolled on these courses at the beginning of March and asked to complete outstanding training by the end of the academic year. Approximately 50% of those enrolled have already completed one or more of the required modules.

With the forthcoming changes in Data Protection Legislation, an online training module in Information Security and Data Protection has recently made available to all staff including Protocol and other contractors. Staff have been asked to complete this training by 27 April. At 30 March 215 College staff and contractors have engaged with the online training. This equates to around 30% of College employed staff.

All Staff Conference

On 23 January 2018 we ran the very first all staff conference. 76% of staff took part in the day which consisted of presentations to all staff in the Beach Ballroom followed by a series of workshops at the Aberdeen City Campus. Feedback from the day was very positive with staff particularly valuing the opportunity to meet colleagues from across the College and take part in discussions.

Other Training

Other key training taking place so far this year included training for the Leadership Team on ‘Investigating Complaints’ which was delivered by the Scottish Public Services Ombudsman. In addition a group of 14 staff have been trained in SCQF credit rating by the SCQF.

Organisational Development are also working with the Digital Skills Team and a programme of events to improve digital skills and, for lecturers, to enhance performance in the classroom has been created and is currently being implemented.

In June 2018 there will be two Staff Development Days. On 25 June there will be a Towards Excellence Change Day and on 26 June our second Development Day with a Difference. These days are currently being planned.

meeting of 18 april 2018 - d1ssu070pg2v9i.cloudfront.net€¦ · college on wednesday 18 april...

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